Recruiter - Proactive Hiring

We’re a growing roofing company with a passion for quality, safety, and people. Whether we’re on a roof or in the office, we believe in building long-term relationships—with customers and employees. Now, we’re looking for a recruiter who shares that mindset! The Recruiter will focus on proactive, continuous talent acquisition. This role is responsible for keeping the hiring pipeline full, strengthening the employer brand, and ensuring that new hires are high quality and long-term contributors.

Core Responsibilities

1. Resume Screening & Sourcing
• Review incoming resumes from job boards, career sites, and referrals.
• Identify promising candidates for current and future openings.
• Maintain a database (ATS or spreadsheet) of qualified leads.
2. Proactive Candidate Search
• Use LinkedIn, Indeed, and trade-specific job boards to find candidates with specialized skill sets.
• Actively search social media and networking platforms for individuals with relevant experience.
• Build relationships with potential candidates even if there isn’t an immediate role.
3. Networking & Referrals
• Conduct structured employee referral outreach (asking staff for referrals regularly).
• Partner with veterans’ groups, inner-city workforce programs, trade schools, and other groups to be determined.
• Represent the company at job fairs, hiring events, and community partnerships.
4. Pipeline Management
• Keep “warm” pools of candidates for hard-to-fill roles (e.g., foremen, project managers, service techs).
• Track where candidates come from and measure success by source.
• Stay in regular communication with top prospects.
5. Interview Coordination & Culture Fit
• Conduct initial phone screens.
• Evaluate candidates for both technical qualifications and alignment with company culture.
• Hand off only high-quality, pre-screened candidates to hiring managers.
6. Employer Branding
• Support HR and leadership in promoting the company on social media.
• Highlight company benefits (training center, Sam’s Club membership, paid date nights, etc.) to differentiate from competitors.

• Experience in recruiting or talent acquisition

• Proficiency in sourcing through platforms like LinkedIn, Indeed, and industry-specific job boards
• Strong communication and interpersonal skills
• Ability to evaluate cultural fit as well as technical qualifications
• Familiarity with ATS platforms or CRM/spreadsheet-based tracking
• Experience building candidate pipelines and managing referrals
• Willingness to attend job fairs and build community relationships

KPIs to Track

• Time to Fill: Average days to fill open positions.
• Source of Hire: Which pipelines are most effective.
• Quality of Hire: Measured by manager satisfaction + retention benchmarks.
• Retention at Milestones: 90 days, 6 months, 1 year.
• Candidate Experience: Measured via short surveys or manager feedback.

Compensation:

• Base Salary: $55,000–$70,000 annually (based on market)
• Per Hire Bonus: $250–$1,000 per successful hire

Retention Bonus Structure:

• If the new hire stays 90 Days: +50% bonus
• If the new hire stays 6 Months: +75% bonus
• If the new hire stays 1 Year: +100% bonus

Additional Incentives:

• Spot bonuses for filling hard-to-hire roles
• Annual performance bonus tied to turnover and growth goals

Perks:

• Sam’s Club membership
• Paid date nights
• Company-sponsored events
• Paid Time Off
• Insurance: Health and Dental, Accident, Cancer or Critical Illness, and Short/Long Term Disability
• $30,000 Life Insurance
• Automatic 3% Employer 401(k) contribution
• Clothing Allowance